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1. Set performance objectives |
- Identify positive outcomes you are targeting in order to meet or exceed your business plan.
- Identify factors that will increase the probability of success.
- Define quantitatively wherever possible.
- Define qualitatively to ensure completeness and depth.
- Defer concern about obstacles.
- Derive realistic estimation of what is achievable.
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2. Set behavioral objectives |
- Define "best practices."
- Visualize model of excellence operating in all significant performance-related aspects of the job.
- Sort out critical few factors that must be present for success.
- Identify how those factors would be observed (behavioral anchors).
- Establish a range from excellent to good to mediocre.
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3. Create an instructional design |
- Determine types of applications and simulations that reflect all attributes and competencies you hope to develop.
Determine current level of proficiency.
- Estimate number of iterations and learning sequences needed to move from pre-test level to desired post-test level proficiency
- Introduce varied media and methodologies to respondto different learning styles
- Build iterations and opportunities for individual feedback to ensure mastery.
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4. Develop custom materials |
- Enumerate numbers of documents, cases, role plays, simulations, to be developed.
- Supply and/or design prototypes.
- Interview subject matter experts.
- Assign development tasks to knowledgeable network professionals who will develop materials.
- Obtain thorough contextual review.
- Obtain individual item-by-item sign-off
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5. Deliver custom services and facilitate learning |
- Place premium on user-friendly materials.
- Pilot and allow time for revisions.
- Schedule deliveries to avoid excuses for avoiding completion or immersion.
- Offer only expert instructors with engaging personal qualifications
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6. Evaluate results |
- Plan measurement from the outset of project with management sign-off.
- Supply tools for measuring perceived relevance and effectiveness.
- Supply tools for measuring cognitive/concept learning.
- Supply tools for measuring skill application.
- Supply tools for measuring transfer of skills to job.
- Supply tools for measuring change in meaningful performance, linked to strategy.
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7. Provide reinforcement and follow-up |
- Build-in reinforcement from the outset.
- Create schedule for formal review.
- Educate management so that results are sustained by reward system and administered day to day by line management.
- Upgrade coaching and counseling.
- Link to appraisal, performance management, and career development.
- Introduce new programs that recapitulate/build on prior skill sets
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8. Manage next steps (from any point in the process: before, during, after) |
- Identify initiating sponsor and request his or her visible involvement.
- Identify sustaining sponsors spread throughout target audience, and involve them in steering committee, customization, and/or pilot functions.
- Cascade downward.
- Manage visible change outcomes through a system for frequent observation and recognition for applying learning effectively and consistently
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